Mastering Job Catalog Creation

1. Understanding the Scope of Your Job Catalog Project

The scope of your job catalog project depends on whether you’re optimizing an existing catalog or starting from scratch. The project’s size and complexity will influence the timeframe and resources required. It’s crucial to define a realistic deadline, considering potential external influences. Implementing a customized Global Job Catalog can take four months to a year, depending on the complexity and urgency of your project. Your company’s experience with job catalogs will also influence this decision. If there is little experience inside your organization but great urgency, you can find specialist providers that build customized job catalogs in a matter of weeks.

2. Assembling the Right Team for Job Catalog Development

In the process of building a job catalog, it’s crucial to have the right people on board. This team should be diverse and include representatives from various organizational levels and functions. A small working group can be formed initially, which can then reach out to senior executives, HR, and other subject matter experts. This group should ideally include experts from Compensation & Benefits, HR IT, Talent & Recruiting, Employee Relations, Finance, Internal Communication, and Legal. Job Subject Matter Experts are needed to provide feedback on the structure of the job catalog and the mapping of employees to the updated job architecture. As the development of the job catalog begins, it’s beneficial to involve line leaders. They don’t have to do the actual work, but their review of drafts and deliverables and their feedback can significantly improve the job catalog and increase its acceptance within the company.‍

3. Managing Change and Resistance in Job Catalog Implementation

Implementing a job catalog can bring about significant changes in an organization, and it’s important to be aware of the organization’s culture and openness to change. Some employees may feel strongly about their place in the organizational structure, their job titles, and the compensation connected with it. Therefore, it might be beneficial to apply change management methods from the start. Highlighting the long-term advantages and personal benefits to the employees can help increase acceptance. For instance, employees will have clearly defined career paths, and greater opportunities for career development, and the job catalog will enable a global comparison of jobs and equal pay. It’s crucial to ensure that the project is not seen as solely an HR initiative, but that there is high involvement from executive leadership. Therefore, securing the support of the executive team at an early stage of the project and making this support visible to other employees is essential.

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WATCH How Fresenius Kabi used COLMEIA to build a tailored Global Job Architecture in 8 months

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4. Balancing Global Standards and Local Requirements in Job Catalog Development

When developing a job catalog that reflects your organization worldwide, it’s important to find global standards whenever possible. However, cultural differences between geographies and legal requirements in individual countries may necessitate local adjustments. For instance, the understanding of job titles or leveling criteria might vary between cultures. In countries like Germany, depending on the size of your company, it might be legally binding to include the work council. Therefore, it’s crucial to get advice from subject matter experts who are familiar with local regulations. While striving for a standardized, global procedure, it’s important to think globally where possible, and locally where necessary.

5. Leveraging a Job Catalog for Talent Management

A job catalog is pivotal for strategic talent management, serving as a foundation for recruitment, skill gap analysis, and employee development. It aids in identifying roles that require new talent and informs training programs to upskill current employees. A well-structured job catalog supports internal mobility by clarifying career paths and expected competencies, fostering a dynamic workforce ready for future challenges

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6. Readiness Checklist for Job Catalog Implementation

Before embarking on a job catalog project, a readiness checklist is beneficial. We have compiled a checklist that ensures a structured approach and efficient process of creating a job catalog in your organization.

• Evaluate the need for external support based on complexity and urgency.
• Set a realistic timeline and allocate organizational resources.
• Form a diverse, focused working group with executive support.
• Apply change management methods if necessary.
• Tailor communication for workforce and executives.
• Involve line managers and gather feedback.
• Collaborate with subject matter experts and consult the workers’ council if needed.

7. Conclusion – The Strategic Value of a tailored Job Catalog

In conclusion, a job catalog is more than an HR tool; it’s a strategic asset that aligns with organizational goals and helps drive better business outcomes. It clarifies job roles, supports equitable pay, and enhances talent management. By following the steps outlined, organizations can create a job catalog that meets current needs and is adaptable to future workforce dynamics.

To build a job catalog efficiently and quickly for your organization, look at our easy-to-use software Global Job Catalog or directly schedule a demo.